1 / 12

Pre-Qualified Pools

Pre-Qualified Pools. An Update Briefing to UMCC HR Sub-Committee 31 May 2004. Authority granted. Establish 4 PQPs during 2 year pilot Within following groups and levels: CS-1 to CS-4 EN-ENG-3 to EN-ENG-5 PG-2 to PG-5 2 each from internal and external processes

malory
Download Presentation

Pre-Qualified Pools

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Pre-Qualified Pools An Update Briefing to UMCC HR Sub-Committee 31 May 2004

  2. Authority granted • Establish 4 PQPs during 2 year pilot • Within following groups and levels: • CS-1 to CS-4 • EN-ENG-3 to EN-ENG-5 • PG-2 to PG-5 • 2 each from internal and external processes • Can be national in scope

  3. Pilot pools • Technical Services Supervisors: • SR-CPS-01 • Charge hands on East Coast - 3 work streams • Internal process • 76 Comm Group/Help Desk: • CS-1 internal process • CS-2 both internal & external processes

  4. PQP – What is it? • Unranked inventory of individuals • Fully assessed • Fully qualified • Individual versus relative merit • No ranking within the pool • Appointments from pool based on managers’ organizational needs

  5. The benefits of a PQP More efficient staffing: • One process to fill multiple positions • Move from vacancy-by-vacancy staffing to more strategic approach • Qualified candidates readily available • Appointment based on candidate meeting specific criteria • Candidates don’t have to apply and be assessed repeatedly

  6. HRP is key • Every candidate in pool has reasonable expectation of being appointed to indeterminate position • Determining and managing pool size is therefore key to process

  7. Exclusive mechanism • Once established, pool becomes exclusive staffing mechanism for relevant positions • Exceptions: • EE program • Priority Referral • Deployment • Student Bridging Program • Apprenticeship & Professional Development Programs

  8. Tenure (term/indet) Education/training Proficiency in specific qualification Language Location Employment equity Conditions of employment Occupational certification Currency in field Adapting to technology Other criteria Appointment decisions Managers appoint from pool using placement criteria:

  9. Recourse • Distinct recourse framework, outside of appeal process • Applies at two decision points • When not placed in pool • When identified as meeting placement criteria and not appointed

  10. Managers’ roles • HR Planning • Identification of placement criteria • Input into standard of competence • Assessment of candidates • Use pool to staff applicable positions • Communication • Recourse

  11. Process • A steering committee initiates, oversees and monitors process • Assessment panels act as selection boards to assess candidates • PQP is advertised using existing methods • Candidates are assessed against a standard of competence • Selection from pool is based on meeting specific placement criteria

  12. Next steps • Feb to April 04: Development of procedural guidelines • May to August 04: Translation, approval and promulgation of guidelines • Oct 03 to Oct 04: Develop IT infrastructure • Jan to Sep 04: Develop & implement communication plan • April to Oct 04: Develop & deliver training • Oct 04: Establish steering committees to initiate creation of pools

More Related